Recruitment and screening policies and procedures used to establish a paid donor oocyte registryLindheimSteven R.authorColumbia University. Obstetrics and GynecologyFrumovitzMichael M.authorSauerMark V.authorColumbia University. Obstetrics and GynecologyColumbia University. Obstetrics and GynecologyoriginatortextArticles1998EnglishWe have reviewed the demographic characteristics of, and report abnormalities noted in, the de-novo growth and development of a paid oocyte donation programme. The personal profiles of all prospective oocyte donors were reviewed. Acceptance or rejection of candidates was based upon screening the results of medical, genetic and psychological testing. A total of 603 candidates initially responded to our advertisement. From this pool, 313 individuals were considered suitable and contacted by telephone. Following further conversation, 176 women were scheduled an entry interview. On completion of the formal screening process, 17.6% (n = 31) of those actually interviewed were denied entry. Thus, from the initial interested parties, only 23% of women wishing to participate in oocyte donation were considered suitable candidates. Given the high attrition rate, we concluded that the need for rigorous and thorough medical, psychological and genetic testing is mandatory for the establishment of a donor registry. Furthermore, professional counselling of prospective donors with respect to the results of tests and the implications of test results with respect to their future medical and reproductive health, are important parts of providing comprehensive care.Developmental biologyHuman Reproduction137202020241998-07http://dx.doi.org/10.1093/humrep/13.7.2020http://hdl.handle.net/10022/AC:P:14437NNCNNC2012-08-17 15:42:30 -04002013-07-09 16:57:42 -04008457eng